科技部專題研究計畫主持人
MOST 106-2410-H-004-146-SS3
再探求職面談情境下之應徵者自我導向印象管理策略:概念釐清及相關因素探討
Re-examining the Applicants\' Self-focused Impression Management Tactics in Job Interviews: Clarifying Its Construct and Related Factors
科技部
Ministry of Science and Technology
國立政治大學
National ChengChi University
蔡維奇
WEI-CHI TSAI
國立政治大學企業管理學系
Department of Business Administration, National ChengChi University
余相賓
研究助理
02-29393091#65693
118991@nccu.edu.tw
計畫執行期間起:2017-08-01
計畫執行期間迄:2021-07-31
2019-04-12,2020-09-30
2019-06-08,2021-04-13
一般企業的求職者
1
007
01,05
工作面談;應徵者自我導向印象管理策略;非口語印象管理策略;政治技能
job interviews;self-focused impression management tactics;non-verbal IM;political skill
檢視目前有關應徵者自我導向印象管理策略構念內涵與其影響因素之研究,雖已累積豐富的研究成果,但在概念上或是理論網絡(nomological network)上仍有許多未釐清之處。因此,本研究擬針對下列文獻缺口加以探討:(1) 釐清國內求職面談中應徵者使用自我導向印象管理策略之概念內涵上,是否有別於西方既有文獻所發展之內涵;(2) 探討在面談情境中,應徵者之非口語印象管理策略是否會干擾(moderate)應徵者自我導向印象管理策略的效果;(3) 探討應徵者政治技能是否會干擾自我導向印象管理策略與面試官評價之關係。 本研究為三年期的計畫,在第一階段,本研究訪談議題專家(包含有面試經驗的主管與在職者pilot 15人,正式30人),蒐集真實求職面談下之自我導向印象管理行為,來釐清華人文化下應徵者自我導向口語策略之內涵,並以此探討是否與過去西方文獻探討之內涵有所差異。第二階段,依循Hinkin(1998)建議步驟發展量表,線上問卷收集198位求職者資料,探討應徵者自我導向口語策略與非口語策略對面試官評價的影響。第三階段,以355位求職者資訊,探討應徵者政治技能對求職者印象管理策略與面試官評價之關係可能產生的干擾效果。透過上述三個研究,本計畫的結果不但對於應徵者自我導向口語策略的理論發展有所貢獻,在實務上亦期望能做為企業界甄選、規劃主管面試執行的訓練課程之參考。
Past studies have identified several factors that can influence applicants’ self-focused impression management tactics (SFIM) and have successfully captured the construct of SFIM from the Western cultural perspectives. However, there are still several conceptual or theoretical issues that have not been well addressed. Therefore, the present study is designed to close these research gaps by re-examining the SFIM construct in the Chinese cultural context as well as to further explore the moderators of the effects of SFIM. A three-year study was implemented as follows: In Study 1, a sample of subject matter experts was approached to clarify the SFIM construct under various employment interview contexts. In Study 2, we followed the scale development procedure proposed by Hinkin (1998) to develop a new scale of SFIM. A sample of 198 applicants were used to examine the main effect of applicants’ SFIM and the moderating effect of nonverbal IM on interviewer evaluation. Finally, in Study 3, a sample of 355 applicants were used to examine the the moderating roles of applicant political skill on the relationship between applicant SFIMs and interviewer evaluation. Through the three-year study, the results of the present research contributed to both the theory development of SFIM, and organizational practices in terms of selecting applicant and developing interviewer training programs.
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